Creating a Training

Program and

Learning Culture in

Your Organization

4,000+ Courses. 25 Topic Areas. Unlimited Access.

POLL QUESTION

What best

describes your

current employee

development

program:

A. Our program is aligned to

the strategic goals of the

organization.

B. We have a program, but

it is not aligned to the

strategic goals of the

organization.

C. We cover the basics, but

employee development

isn’t on-going.

D. Program? I wouldn’t

exactly call it a program.

POLL QUESTION

What is your

biggest roadblock

with employee

development?

A. No manager support

B. No budget or perceived

value

C. Lack of leadership

support

D. Unengaged and

unmotivated employees

E. Something else

Common Roadblocks

1.No manager support

2.No budget or perceived value

3.Lack of leadership support

4.Unengaged employees

What you’ll

learn:

Getting started from the

ground up.

Creating a learning culture.

Change management.

Setting goals and success

criteria.

Keys to Program Success Business Fit

Learning solutions that are tightly aligned to

business initiatives.

Adoption

Effective communication to

target audiences.

Provide easy access to

resources, technology

and tools.

Business Value

Measurement strategy that delivers return on

expectations and return on investment.

4 Steps to Implementation

Strategy and Implementation

Deployment

Marketing and Communication

Program Management and Growth

Strategy and Implementation

• Cultural awareness

• Change

management

• Program goals and

success criteria

• Managing your

implementation

Executive and management

support

Corporate mission and value

Business and work environment

Communication styles and flow

Relationships of influence

Existing learning culture

Cultural Awareness

1. Holistic thinking

2. Integrated learning

3. Capacity for change

and improvement

4. Focus on collaboration

5. Personal commitment

Elements of a Learning Culture

Change Management

Business and

individual benefits

of the program.

Reduce fear of the

unknown.

COMMUNICATE CAREFUL PLANNING

LINK TRAINING TO JOB

ROLES/PERFORMANCE

Goals and Success Criteria

Determine the audience

Determine content and

link to program

objectives

Define criteria for

measurement

S.M.A.R.T. Goals

SPECIFIC

MEASUREABLE

ATTAINABLE

RELEVANT

TIMELY

Quantifying Questions

BUSINESS NEED QUANTIFYING QUESTIONS

Increased revenue Buy how much? In which

areas?

Improved quality Improved how?

Reduction in turnover What percentage reduction?

Improved morale Improved how?

More satisfied customers In what way?

Program Focus

Percentage of employees take at least one

course within the first year of program.

Replace percentage of Instructor-Led-Training

(ILT) with online resources.

Employees use eLearning or video programs to

meet an average percentage of their annual

training requirement.

Learner Focus

Positive feedback on content with a specific

approval rating.

Extent the learner has manager

encouragement to use of the knowledge

and/or skills presented.

Positive feedback on how participants will

apply what they learned to their job.

Program Goal

Goal: Replace 50% of instructor-

led-training with eLearning within

12 months.

Measurement: 25% of potential

audience of 500 completes one

course (125 learners) on an

annualized basis.

Success Criteria: Usage measured

by completion.

Program Goal

Goal: Provide eLearning as a

viable means for employees

professional development within 12

months.

Measurement: Positive feedback

on content with a >70% approval

rating.

Success Criteria: Learner

satisfaction with content.

Learner Goal

Goal: Improve performance in

handling of customer complaints

within 90 days.

Measurement: Positive feedback

on applicability of learning to job

responsibilities with a >70%

approval rating

Success Criteria: Transfer of

knowledge and/or skill back to

job.

• Start with usage

reports.

• Results from

evaluation forms.

• Pre and post tests.

• Job performance

metrics or KPI’s.

Program Evaluation

Sample Metrics

METHOD: Track initial email to employees.

MEASURED RESULTS:

949 sent/508 opened (53.5%)

77 users hit the link to the LMS within the

email (35%)

62 signed up for courses

28 started courses

8 completed courses

Sample Metrics

METHOD: Leadership Development Program

Participation.

MEASURED RESULTS:

80% of participants completed the program

30% of participants were promoted within

three months of program completion

100% retention of all program participants

100% of participants rated the program as

worthwhile and valuable

Managing Your Implementation

Deployment and

launch.

Marketing and

communications.

Measurement and

review.

Deployment and Launch

• Timeline

• Implementation

project team

• Rollout plan

• Additional resources

Week 1 Week 2 Week 3 Week 4

| Set Strategy (1 week) |

| Establish Program Goals (1 week) |

| Site Design & Customization (1-2 weeks) |

| Identify Success Criteria (1 week) |

| Marketing & Communications Strategy (1 week) |

| Define Audience (2-3 days) |

| Determine Program Measurement (1 week)

| Course Selection (1 week) |

| Pre-Launch Communications Begin (2-3 weeks) |

Sample 4 Week Timeline

BIZLIBRARY.COM

VIDEO-BASED LEADERSHIP APPLICATIONS

Goal Action Result

Shape mindsets and

change behavior across

organization to align

with your strategy

Feature a compelling video on your

company intranet and rotate every

two weeks

Conversations created

among employees at all levels

Turn leaders into

teachers to address

leadership gap

Leaders leverage short duration/high

impact videos for one-on-one

coaching and meeting starters

Align and develop team

around central themes

Just-in-time

advice/learning

Provide employees at all levels with

video-based learning solution to

provide what they need – when they

need it

Overcome challenge for

employees to grow and

develop via multigenerational

learning approach

Marketing and Communication

BUILD: strategy, culture

and methods.

ACT: tell your story and

communicate the who,

what, when, where

and why.

REVIEWS: evaluate,

share information.

Marketing Plan

THE MESSAGE: keep them simple and few.

THE PURPOSE: it’s got to matter to me.

METHOD: delivery and information flow.

METRICS: what does success look like? How

do I know?

TARGET AUDIENCE: all employees,

segmented populations.

Sample Plan

Message Purpose Method Timing Metric Own

er

Target

Audience

Launch of

Strategic

Sales

School

Inform Article in

company

daily e-news

Pre-

launch

Awareness

survey

results great

than 10% of

sales team

Kim Sr. Leaders,

Mid-level

Leaders, Sales

Leaders, Sales

People

Persuade Testimonials

from Sales

Leaders and

Pilot

Participants

Launch Enrollment

at 85%

Kim

Remind Participant

testimonials

Monthly Kim Sales People,

Sales Leaders

Communicate to keep it top of mind!

1. Holistic thinking

2. Integrated learning

3. Capacity for change

and improvement

4. Focus on collaboration

5. Personal commitment

Elements of a Learning Culture

BIZLIBRARY.COM

In a world of learning and development where

complexity is the enemy, BizLibrary has developed a

to delivering high

quality learning, anywhere, anytime.

MICHAEL ROCHELLE

Chief Strategy Officer

Brandon-Hall Group

BIZLIBRARY.COM

Some recommended resources…

Videos:

Employee Awareness Series: Open to Change

Cutting Edge Communication: Accepting Change

Check Your Six – Practical Measures of Workplace

Success

BIZLIBRARY.COM

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary